Thread regarding Sprint layoffs

Sprint Severance Pay

Can someone post what our actual severance pay terms are - are there any gotchas? Are there any cases where you would consider not signing the severance agreement (e.g., if you need to sue Sprint for wrongful termination or any other legal reason). I am primarily interested in Severance Pay info but if you can give me any other suggestions on what to do if I get cut (I probably will - there is much less work for me lately)

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It does not make since that they would push off downloadbesttorrentblog.rus until Feb 2016 vs pulling the trigger sooner. They can do it this Friday and save 7 weeks of payroll. Most people being laid off probably do not have 7 years of service to save that extra week for each year of service.

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“I think we had a very generous severance compared to other companies,” Claure said. “We are bringing it to a more realistic level.”

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Minimum 9 weeks pay, then 1 additional week for each year of completed service. It use to be 2 weeks for every year of service but that changes come Feb. 2016. It appears most layoffs have been pushed back due to this change

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Sprint Separation Plan Voluntary and Involuntary Separations Frequently Asked Questions (FAQs) 1 Jan 2014 This FAQ addresses basic questions about the administration of the Sprint Separation Plan. If this FAQ conflicts with the provisions of the Separation Plan, the terms of the plan will control. All references in this FAQ to Sprint mean Sprint and its subsidiaries, where applicable. Please direct any questions not answered in this FAQ to the Employee Helpline (EHL) at . 1. Is there a difference between the separation benefits provided to employees who separate under a voluntary (VSP) offering and those who separate as a result of involuntary reduction in force (ISP)? The terms of the Separation Plan provide the same level of separation pay and benefits, whether an employee separates under a VSP offering or is impacted by an involuntary reduction in force. 2. Are there any restrictions on a former employee returning to Sprint? No. Sprint hiring and employment practices apply to all applicants. If you are rehired by Sprint or one of its subsidiaries and still receiving separation pay, separation pay will cease when reemployment with Sprint begins. If you received the grandfathered Separation Plan lump sum payment, you would be obligated to pay back a pro-rated portion based on your return date. 3. Can a former employee work for vendors of Sprint? You are not restricted from working for a Sprint vendor in general. According to the Former Employee Vendor Policy, however, you cannot solicit Sprint business or provide other services to Sprint as an employee of a Sprint vendor for a period of 12 months from the date of the employee’s separation date. This restriction includes situations in which a vendor provides their employees to engage in specific work for Sprint, providing services that Sprint chooses not to perform internally, such as making sales or service calls to Sprint as a customer (e.g., member of an outside “Sprint Account Team”) There are two exceptions to this restriction: • the work is pursuant to an exception approved in writing by the affected business unit’s senior vice president; or • the work is merely the provision of additional or supplemental staff to complete specific work at Sprint, such as those provided by a temporary agency; in which case the remaining separation pay is not forfeited. 4. Will I receive a letter of recommendation from Sprint or obtain a personal reference from my direct manager? Sprint’s policy is not to provide personal references or letters of recommendation including online or web-based references. Sprint utilizes a vendor to provide verification of employment. The vendor can be reached at (for salary and employment verification) or (for only employment verification) or theworknumber.com. You will need to provide the verifier with your social security number and company code (10448). 5. My manager notified me of my position elimination -- what benefits am I eligible to receive? Per the Sprint Separation Plan, if you are eligible for benefits, you will receive salary separation pay (regular base pay), pro-rated short-term incentive payment (if applicable), certain continuation of benefits at active employee rates, and an additional separation payment ($1,000 for below director level, prorated for part-time employees) with an effective General Release Sprint Separation Plan Voluntary and Involuntary Separations Frequently Asked Questions (FAQs) 2 Jan 2014 Agreement (GRA). The full Sprint Separation Plan and the General Benefits Summary is on the Separation web site, which you can access by typing “separation” in your i-Connect browser. 6. How many weeks of salary separation pay will I receive? The separation pay period for regular full-time employees below the director level is eight weeks plus two weeks for every completed year of service, up to a maximum of 52 weeks if a signed GRA is timely returned and not revoked (an effective GRA). Without an effective GRA, you would receive only two weeks of pay after the separation date, unless the Worker Adjustment and Retraining Notification Act (WARN) applies (see Question 13). 7. What advantages are gained by signing the GRA if I am a full-time, below director employee? Full-time, below director employees with an effective GRA will be eligible for 1) a $1,000 additional separation payment (less applicable deductions), 2) eight weeks, plus two weeks for each full year of service at Sprint, of salary separation pay (up to a maximum of 52 weeks), and 3) benefits continuation during the salary separation pay period. On the other hand, those employees without an effective GRA will receive only two weeks of pay after the separation date, unless WARN is applicable. If WARN applies, you would receive the greater of the two weeks or the remaining portion of the 60-day WARN notice period that you did not actively work. Example: Compare employees A, B and C, all with five full years of employment service at Sprint. Employee A timely and signs and returns and does not revoke her GRA; Employees B and C do not, although WARN requirements apply to Employee B’s termination and his separation date is two weeks after his WARN notice is provided to him. Employee A Effective GRA Employee B No effective GRA, notified of WARN and given 2 weeks’ notice Employee C No effective GRA, no WARN impact Additional Payment $1,000 None None Pay Continuation 18 weeks ~6 weeks 2 weeks Benefits & Service Continuation* 18 weeks ~6 weeks 2 weeks Pro-rated STI payment Eligibility Yes None None after separation date **WARN period is 60 days, which is approximately 8 weeks. We are using weeks for this example and the “~” is to indicate the few days/hours that may apply to make up the difference between weeks and days. Sprint Separation Plan Voluntary and Involuntary Separations Frequently Asked Questions (FAQs) 3 Jan 2014 8. My GRA is confusing to me. How can I be sure that it reflects the amount I think I am entitled to under the separation plan? The GRA breaks separation pay into "Extended" and "Basic" pay. Everyone will have 2 weeks of basic separation pay. The balance of separation pay will be listed as extended separation pay. Together the basic separation pay + the extended separation = the total separation pay. The basic pay is initiated when you actually depart the company. The extended pay is processed by payroll once you sign and return your GRA. For example, if you have been with the company 5 full years, you are due a total of 18 weeks’ severance. The GRA will read that you are eligible for 2 weeks of basic separation pay plus 16 weeks of extended separation pay. 9. How is salary separation pay calculated if an employee is covered under a sales compensation plan? If you are covered under a sales compensation plan, salary separation pay is determined using your base salary plus 100 percent of your targeted sales incentive, unless you work in a state that mandates a different method of calculating separation pay. The sales incentive pay component of salary separation pay will be pro-rated based upon the number of weeks of separation pay for which you are eligible. 10. How will I receive my salary separation pay? Salary separation pay will be paid on a biweekly basis. If you receive a “live” paycheck, then the paycheck will be mailed to your address of record. If you use direct deposit, Sprint will continue to deposit pay with your financial institution, with a paycheck advice mailed to your home address. For additional payroll assistance (including paycheck information) please contact the Employee Helpline (EHL) at . 11. What specifically is the “separation date”? The separation date is the last day you are scheduled to work. The separation pay period starts the following day. 12. If I am eligible for the additional separation payment, when will it be paid? The additional separation payment will be paid on the next practicable payroll date after your GRA becomes effective, which may be several weeks after the later of your separation date or end of any WARN period (see below). Sprint makes no off-cycle payments, regardless of when in the payroll cycle your release is received and becomes effective. 13. What would WARN mean to me if it is applicable to my termination? Basically, WARN provides for 60 days of continued salary and benefits after you have been notified of your separation by a WARN notification letter. This is not in addition to the pay and benefits outlined in the Sprint Separation Plan. If you do not have an effective GRA, WARN could provide you a few more weeks of salary and benefits than you otherwise would have received without WARN, depending on when you were notified of your termination and when your separation date occurs. The following examples illustrate the difference between a WARN notice period and the separation pay period. Sprint Separation Plan Voluntary and Involuntary Separations Freq

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Do you guys know what was the severance arraignment for the folks that were laid of in March?

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Minimum 9 weeks pay, then 1 additional week for each year of completed service. It use to be 2 weeks for every year of service but that changes come Feb. 2016. It appears most layoffs have been pushed back due to this change

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1 week = 1 year of service, no more 1K extra

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